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LEAVE ADMINISTRATION MANAGER (BUREAU OF HUMAN RESOURCES) - ACTIVELY RECRUITED

Cook County

Cook County Offices

Under The President

Administrative Hearings

Auditor

Bureau of Administration

Bureau of Economic Development

Bureau of Finance

Bureau of Human Resources

Bureau of Technology

Facilities

Office of the President 

Job Summary

Under the guidance of the Deputy Chief of Human Resources, manages all aspects of Leaves of Absence (LOA), participates in the Americans with Disabilities Act (ADA) interactive process, and develops/implements policies and procedures to achieve optimal employee productivity and experience. Serves as the primary liaison between employees on leave and bureaus/departments; assesses human resources needs in areas such as employee restrictions and accommodations; and trains managers and department heads on leave management rules and regulations. Administers County LOA policy design and oversight in partnership with Human Resource Leadership; ensures Family Medical Leave Absence (FMLA) and other employee absence regulation compliance in consultation with counsel; coordinates job accommodation requests and return-to-work management; as well as provides consultation and mentoring to supervising managers and employees. Performs other duties as assigned.

Attention Applicants: Please be advised that the County's job titles are under review and may be subject to change. Changes to job titles listed in postings for County vacancies will not impact the posted salary range.

This position is Actively Recruited and At Will.

Minimum Qualifications

  • Graduation from accredited college or university with a Bachelor’s Degree is required*.
  • Five (5) years of work experience as a human resources professional in a Leave of Absence Administration capacity is required
  • Two (2) years of ADA administration/processing experience is required.
  • Three (3) years of FMLA administration/processing experience is required.

Preferred Qualifications

  • Two (2) years of experience as a supervisor or manager of leave administration.
  • Society of Professional Human Resources (SPHR, PHR, SHRM-SCP, or SHRM-CP) certified.
  • Experience facilitating high level cross-functional communication with key stakeholders.

This position is considered a safety-sensitive position. Candidates who are selected to fill safety-sensitive positions must pass a required drug test as part of the pre-employment background check process.

https://www.cookcountyil.gov/sites/default/files/service/drug-and-alcohol-policy.pdf

Candidates who are contacted will be required to produce original required documents (eg. current driver’s license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit the required document.

  • Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by either the World Education Services (WES) or Educational Credential Evaluators (ECE).

Knowledge, Skills, Abilities and Other Characteristics

Thorough knowledge of federal and Illinois state leave of absence laws in addition to understanding the job accommodation and interactive processes. Thorough knowledge of protection of rights and special provisions for employees covered by the Americans with Disabilities Act (ADA) as well as the Family Medical Leave Act (FMLA). Knowledge of medical terminology with an understanding of reading medical records and filing reports with both state and federal agencies. Knowledge of federal, state and local leave policies. Knowledge of HRIS and payroll functions. Strong self-management skills and a desire to teach and translate business needs and goals into human resource capabilities. Skill utilizing Microsoft Office Suite. Outstanding communication and organization skills. Strong analytical and critical thinking skills and customer service focus. Ability to prioritize in a rapidly changing environment with a proven track record of successfully managing shifting deadlines and priorities. Skilled in problem-solving and conflict resolution. Ability to handle sensitive and confidential matters appropriately. Ability to ensure a high-level of confidentiality maintained regarding employee records. Ability to multi-task multiple priorities as well as flexibility to adapt to change with new systems and

methods while working in a team environment.

Physical Requirements

Sedentary Work 

Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

Benefits Package

  • Medical, Dental, and Vision Coverage
  • Basic Term Life Insurance
  • Pension Plan and Deferred Compensation Program
  • Employee Assistance Program
  • Paid Holidays, Vacation, and Sick Time
  • You May Qualify for the Public Service Loan Forgiveness Program (PSLF)

For further information on our excellent benefits package, please click on the following link:

http://www.cookcountyrisk.com/

  • This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.

Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)

EEO Statement

Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

  • Must be legally authorized to work in the United States without sponsorship.

Social Media Disclaimer

The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.

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Confirmed 17 hours ago. Posted 8 days ago.

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